原文網址http://careher.net/?p=8204
摘要：書「從 A 到 A+」 (Good to Great)。其中一個章節叫「先找對人，再決定要做什麼」，講的是這些 A+ 級公司的領導人在組織經營團隊時，共同特徵是先思考該找什麼人，再決定該做什麼。
因為專業知識和技能都是可以傳授的(或可以學習的)，然而個性、工作倫理、基本智商、能否堅守承諾，和價值觀等卻早已深植人心，很難改變。
日本企業也不用等學生大學唸完，就可以決定要不要這個人。很多日本企業 2015 年的徵才活動已經在 2013 年底就開始進行了。
在學的日本大學生要去聽完企業求才說明會後，當場才能拿到應徵的資料，所以沒有到場的話就沒有辦法參加。
因為是要選一個做一輩子的工作（通常），當然不能馬虎。除了去聽企業求才說明會之外，通常還要做很多企業研究，還有日本學生常做的「OB (Old Boy) 訪問」，就是去拜訪已經在企業工作的學長姐，透過他們去了解企業內部的狀況。
日本企業在面試時，雖然不要求在校成績，但取而代之的是，每家企業都有各自的「Entry Sheet」讓要應徵公司的畢業生填寫，然後再從填寫的內容來判斷人才的好壞。首先，沒有到企業的求才說明會，沒辦法拿到 Entry Sheet，所以應徵的人要好好排好自己的時間表，去參加自己想要應徵的企業。
2012-09-26
在日本的外籍留學生就業活動指南（繁体字版）
原文網址http://www.jasso.go.jp/job/guide_h.html
Page Contents
1 就業活動指南（Top） (PDF:275KB)
2-5 各位正在進行就業活動的學生們 (PDF:480KB)
6-25 就業活動的準備 (PDF:1245KB)
26-43 應徵事宜 (PDF:1164KB)
44-55 應徵考試、預備錄取到進入公司 (PDF:646KB)
56-59 變更在留資格 (PDF:285KB)
60-69 就業活動甘苦談 (PDF:550KB)
Page Contents
1 就業活動指南（Top） (PDF:275KB)
2-5 各位正在進行就業活動的學生們 (PDF:480KB)
6-25 就業活動的準備 (PDF:1245KB)
26-43 應徵事宜 (PDF:1164KB)
44-55 應徵考試、預備錄取到進入公司 (PDF:646KB)
56-59 變更在留資格 (PDF:285KB)
60-69 就業活動甘苦談 (PDF:550KB)
2012-06-04
不愿意雇用优秀海外留学生的日本公司的逻辑是：越优秀的人越容易跳槽；越优秀的人越容易鹤立鸡群，不容易融入公司文化。他们的解决办法是尽量不雇用海外留学人才。这样，日本出现了其独特的“海归”变“海带”现象。
原文中文網址
http://world.people.com.cn/GB/18054137.html
原文英文網址
http://www.nytimes.com/2012/05/30/business/global/as-global-rivals-gain-ground-corporate-japan-clings-to-cautious-ways.html?_r=1&pagewanted=all
Young and Global Need Not Apply in Japan
Ronan Sato, a student at Oxford, said he wanted experience at a Japanese company, “but they seemed cautious.”
By HIROKO TABUCHI
TOKYO — Ronan Sato, a graduate student in applied statistics at Oxford, has always been keen to work in his native Japan. But at a careers fair for overseas Japanese students, he found that corporate Japan did not return his enthusiasm.
Enlarge This Image
Kenta Koga, a student at Yale, broke tacit rules by speaking up as an intern at a Tokyo ad agency.
In meetings with a handful of Japanese financial trading firms at the forum in Boston last November, none would offer him a job without further interviews in Tokyo.
So Mr. Sato, who received three offers on the spot from non-Japanese corporations, accepted a position in Tokyo with a big British bank.
“I really wanted to gain experience at a Japanese company, but they seemed cautious,” he said. “Do Japanese companies really want global talent? It seemed to me like they’re not really serious.”
Notoriously insular, corporate Japan has long been wary of embracing Western-educated compatriots who return home. But critics say the reluctance to tap the international experience of these young people is a growing problem for Japan as some of its major industries — like banking, consumer electronics and automobiles — lose ground in an increasingly global economy.
Discouraged by their career prospects if they study abroad, even at elite universities, a shrinking portion of Japanese college students is seeking higher education in the West. At the same time, Japan’s regional rivals, including China, South Korea and India, are sending increasing numbers of students overseas — many of whom, upon graduation, are snapped up by companies back home for their skills, contacts and global outlooks.
“Japanese companies here are missing out on the best foreign talent, and it’s all their fault,” said Toshihiko Irisumi, a graduate of the University of Chicago Booth School of Business and former Goldman Sachs banker. He runs Alpha Leaders, a Tokyo-based consulting firm that helps match young talent with employers based in Japan. “They really need to change their mind-set.”
A United States-born graduate of Brown University who has a dual citizenship in Japan, one of about 12 foreign-educated Japanese nationals interviewed for this article, said she was told she “laughed too much” in interviews for a technology job in Tokyo.
Others with Western educations recall being treated with suspicion by Japanese recruiters, who referred to them openly as “over spec” — too elite to fit in, too eager to get ahead and too likely to be poached or to switch employers before long.
What is more, Japanese students who study overseas often find that by the time they enter the job hunt back home, they are far behind compatriots who have already contacted as many as 100 companies and received help from extensive alumni networks. And those who spend too long overseas find they are shut out by rigid age preferences for graduates no older than their mid-20s.
In a survey of 1,000 Japanese companies taken last June on their recruitment plans for the March 2012 fiscal year by the Tokyo-based recruitment company Disco, fewer than a quarter said they planned to hire Japanese applicants who had studied abroad. Even among top companies with more than a thousand employees, less than 40 percent said they wanted to hire Japanese with overseas education.
That attitude might help explain why, even as the number of Japanese enrolled in college has held steady at around three million in recent years, the number studying abroad has declined from a peak of nearly 83,000 in 2004 to fewer than 60,000 in 2009 — the most recent year for which the figures are available from the Organization for Economic Cooperation and Development.
In some ways, the Japanese snubbing of Western graduates is a testament to the perceived strength of their own universities, seen by many here as more prestigious than even the best American and European schools — despite mediocre showings in various global college rankings.
At American universities, 21,290 Japanese students were registered last year, fewer than half the number a decade ago — even though the overall number of Japanese enrolled in college has been constant, at around 3 million. American universities last year had 73,350 students from South Korea, which has less than half of Japan’s population,
“There is an awareness that Japan’s competitiveness is falling, and we need a more global work force,” said Kazunori Masugo, head of the Senri International School in western Japan and a member of a central government committee on education and training. Lessons at Senri are taught mostly in English and the school sends a handful of students to colleges in the United States and Europe each year.
“But the environment in Japan is such that if you go overseas to study, you have to be prepared to go your own route, find your own way,” he said.
Ryutaro Sakamoto, who paid his way through the University of Toronto and returned to Japan at age 30 with a business degree, found he was too old to apply through standard recruitment programs. He sent résumés to the likes of Panasonic and Sony, anyway, but never heard back. Eventually, the Japanese unit of the American insurance company Prudential was happy to put his bilingual skills to use.
“In Japan, taking the time to study overseas sets you back in the shukatsu race,” he said.
“Shukatsu” refers to the system in which Japanese companies typically hire the bulk of their workers straight from college and expect them to stay until retirement. Not getting a job upon graduation is seen as a potential career killer.
So competition is fierce. In the last three years, the percentage of new graduates in Japan who found work was the lowest since the government started collecting comparable data in 1996. As of Feb. 1, with two months left in the recruiting season, a fifth of students in their final year at college had yet to find jobs.
“Shukatsu is like Kabuki theater,” said Takayuki Matsumoto, an Osaka-based career consultant. “It’s difficult when you don’t fit the template.”
His advice to returnees: don’t be too assertive or ask too many questions.
Kenta Koga, one of only a handful of Japanese undergraduates to enter Yale in 2010, violated many unwritten rules last summer as an intern at a big Japanese advertising agency in Tokyo. On client rounds with his boss, who was advising on trends in technology or social media, Mr. Koga, a computer science major, felt the urge to speak up.
“Some of what they were discussing was old or plain wrong,” he said. But he was careful to steep his language in the appropriate honorifics reserved for elders. “I’m terribly sorry to interrupt,” he said he would murmur. “My deepest apologies if you already knew this.”
Still, his supervisors were annoyed. “You are being too scary and preventing other people from speaking,” one boss said, according to Mr. Koga. On another occasion, he said, he was censured for crossing his arms in front of senior colleagues. He was eventually excluded from meetings and assigned seemingly dead-end tasks. He now says he would never work for a Japanese company.
Some Japanese companies have made a point of reaching out to returnees. U-Shin, an auto parts maker, attracted attention in February when it placed a prominent ad in Japan’s largest business daily offering twice the normal starting pay to candidates with overseas degrees.
“We plan to expand aggressively overseas, so we need recruits who were themselves bold enough to go overseas,” said Koji Tanabe, U-Shin’s chief executive.
But U-Shin seems the rare exception. The Japanese financial giant Bank of Tokyo-Mitsubishi more closely fits the norm. Each year, it hires about 1,200 fresh graduates. Usually, fewer than 20 have studied overseas or are non-Japanese, said Keiichi Hotta, a recruiter for the bank.
“We’re cautious because we emphasize continuity and long-term commitment to the company,” he said. “Especially in finance, we don’t want people who are focused on short-term gains.”
No wonder some returnees play down their exposure to Western ways. Norihiro Yonezawa, who studied for a year at the University of Maryland, said he did not emphasize overseas experience or English skills when he interviewed — successfully — for a coveted job at Panasonic.
“I didn’t want to come across as a show-off. So I stressed how I worked hard and overcame that,” he said. “And I made sure to emphasize that I would still fit in.”
A version of this article appeared in print on May 30, 2012, on page B1 of the New York edition with the headline: Educated, but Not Fitting In.
http://world.people.com.cn/GB/18054137.html
原文英文網址
http://www.nytimes.com/2012/05/30/business/global/as-global-rivals-gain-ground-corporate-japan-clings-to-cautious-ways.html?_r=1&pagewanted=all
Young and Global Need Not Apply in Japan
Ronan Sato, a student at Oxford, said he wanted experience at a Japanese company, “but they seemed cautious.”
By HIROKO TABUCHI
TOKYO — Ronan Sato, a graduate student in applied statistics at Oxford, has always been keen to work in his native Japan. But at a careers fair for overseas Japanese students, he found that corporate Japan did not return his enthusiasm.
Enlarge This Image
Kenta Koga, a student at Yale, broke tacit rules by speaking up as an intern at a Tokyo ad agency.
In meetings with a handful of Japanese financial trading firms at the forum in Boston last November, none would offer him a job without further interviews in Tokyo.
So Mr. Sato, who received three offers on the spot from non-Japanese corporations, accepted a position in Tokyo with a big British bank.
“I really wanted to gain experience at a Japanese company, but they seemed cautious,” he said. “Do Japanese companies really want global talent? It seemed to me like they’re not really serious.”
Notoriously insular, corporate Japan has long been wary of embracing Western-educated compatriots who return home. But critics say the reluctance to tap the international experience of these young people is a growing problem for Japan as some of its major industries — like banking, consumer electronics and automobiles — lose ground in an increasingly global economy.
Discouraged by their career prospects if they study abroad, even at elite universities, a shrinking portion of Japanese college students is seeking higher education in the West. At the same time, Japan’s regional rivals, including China, South Korea and India, are sending increasing numbers of students overseas — many of whom, upon graduation, are snapped up by companies back home for their skills, contacts and global outlooks.
“Japanese companies here are missing out on the best foreign talent, and it’s all their fault,” said Toshihiko Irisumi, a graduate of the University of Chicago Booth School of Business and former Goldman Sachs banker. He runs Alpha Leaders, a Tokyo-based consulting firm that helps match young talent with employers based in Japan. “They really need to change their mind-set.”
A United States-born graduate of Brown University who has a dual citizenship in Japan, one of about 12 foreign-educated Japanese nationals interviewed for this article, said she was told she “laughed too much” in interviews for a technology job in Tokyo.
Others with Western educations recall being treated with suspicion by Japanese recruiters, who referred to them openly as “over spec” — too elite to fit in, too eager to get ahead and too likely to be poached or to switch employers before long.
What is more, Japanese students who study overseas often find that by the time they enter the job hunt back home, they are far behind compatriots who have already contacted as many as 100 companies and received help from extensive alumni networks. And those who spend too long overseas find they are shut out by rigid age preferences for graduates no older than their mid-20s.
In a survey of 1,000 Japanese companies taken last June on their recruitment plans for the March 2012 fiscal year by the Tokyo-based recruitment company Disco, fewer than a quarter said they planned to hire Japanese applicants who had studied abroad. Even among top companies with more than a thousand employees, less than 40 percent said they wanted to hire Japanese with overseas education.
That attitude might help explain why, even as the number of Japanese enrolled in college has held steady at around three million in recent years, the number studying abroad has declined from a peak of nearly 83,000 in 2004 to fewer than 60,000 in 2009 — the most recent year for which the figures are available from the Organization for Economic Cooperation and Development.
In some ways, the Japanese snubbing of Western graduates is a testament to the perceived strength of their own universities, seen by many here as more prestigious than even the best American and European schools — despite mediocre showings in various global college rankings.
At American universities, 21,290 Japanese students were registered last year, fewer than half the number a decade ago — even though the overall number of Japanese enrolled in college has been constant, at around 3 million. American universities last year had 73,350 students from South Korea, which has less than half of Japan’s population,
“There is an awareness that Japan’s competitiveness is falling, and we need a more global work force,” said Kazunori Masugo, head of the Senri International School in western Japan and a member of a central government committee on education and training. Lessons at Senri are taught mostly in English and the school sends a handful of students to colleges in the United States and Europe each year.
“But the environment in Japan is such that if you go overseas to study, you have to be prepared to go your own route, find your own way,” he said.
Ryutaro Sakamoto, who paid his way through the University of Toronto and returned to Japan at age 30 with a business degree, found he was too old to apply through standard recruitment programs. He sent résumés to the likes of Panasonic and Sony, anyway, but never heard back. Eventually, the Japanese unit of the American insurance company Prudential was happy to put his bilingual skills to use.
“In Japan, taking the time to study overseas sets you back in the shukatsu race,” he said.
“Shukatsu” refers to the system in which Japanese companies typically hire the bulk of their workers straight from college and expect them to stay until retirement. Not getting a job upon graduation is seen as a potential career killer.
So competition is fierce. In the last three years, the percentage of new graduates in Japan who found work was the lowest since the government started collecting comparable data in 1996. As of Feb. 1, with two months left in the recruiting season, a fifth of students in their final year at college had yet to find jobs.
“Shukatsu is like Kabuki theater,” said Takayuki Matsumoto, an Osaka-based career consultant. “It’s difficult when you don’t fit the template.”
His advice to returnees: don’t be too assertive or ask too many questions.
Kenta Koga, one of only a handful of Japanese undergraduates to enter Yale in 2010, violated many unwritten rules last summer as an intern at a big Japanese advertising agency in Tokyo. On client rounds with his boss, who was advising on trends in technology or social media, Mr. Koga, a computer science major, felt the urge to speak up.
“Some of what they were discussing was old or plain wrong,” he said. But he was careful to steep his language in the appropriate honorifics reserved for elders. “I’m terribly sorry to interrupt,” he said he would murmur. “My deepest apologies if you already knew this.”
Still, his supervisors were annoyed. “You are being too scary and preventing other people from speaking,” one boss said, according to Mr. Koga. On another occasion, he said, he was censured for crossing his arms in front of senior colleagues. He was eventually excluded from meetings and assigned seemingly dead-end tasks. He now says he would never work for a Japanese company.
Some Japanese companies have made a point of reaching out to returnees. U-Shin, an auto parts maker, attracted attention in February when it placed a prominent ad in Japan’s largest business daily offering twice the normal starting pay to candidates with overseas degrees.
“We plan to expand aggressively overseas, so we need recruits who were themselves bold enough to go overseas,” said Koji Tanabe, U-Shin’s chief executive.
But U-Shin seems the rare exception. The Japanese financial giant Bank of Tokyo-Mitsubishi more closely fits the norm. Each year, it hires about 1,200 fresh graduates. Usually, fewer than 20 have studied overseas or are non-Japanese, said Keiichi Hotta, a recruiter for the bank.
“We’re cautious because we emphasize continuity and long-term commitment to the company,” he said. “Especially in finance, we don’t want people who are focused on short-term gains.”
No wonder some returnees play down their exposure to Western ways. Norihiro Yonezawa, who studied for a year at the University of Maryland, said he did not emphasize overseas experience or English skills when he interviewed — successfully — for a coveted job at Panasonic.
“I didn’t want to come across as a show-off. So I stressed how I worked hard and overcame that,” he said. “And I made sure to emphasize that I would still fit in.”
A version of this article appeared in print on May 30, 2012, on page B1 of the New York edition with the headline: Educated, but Not Fitting In.
2011-12-15
為日商工作
來日本求職之前該做幾項功課。
1. 了解日本企業的招才流程
2. 善用轉職網站&人才仲介公司
3. 調查各業界/企業採用外國人的狀況
4. 撰寫一份超棒的日式履歷
5. 企業面試的充分練習
出處：【駐站recruiter專欄】 日本求職攻略 How to find a job in Japan? - 日本 職場 生活 趨勢
http://www.worklifeinjapan.net/2015/06/recruit-navi-how-to-find-job-in-japan.html
一、要知道為何日本需要你：因為日本太忽略栽培國際人才，也因為日本人守舊向內看，所以急著找外國人
[日本] 現在日本企業界需要有創意而通曉國際語言 招募留學生的一些徵才展突然變得炙手可熱
http://globalview-studyabroad.blogspot.com/2011/10/blog-post_8349.html
留日學生 在日本就業機會大增
http://globalview-studyabroad.blogspot.com/2010/11/blog-post_4503.html
亞洲週刊：日本留學生激減驚現斷層危機 ．毛峰
http://globalview-studyabroad.blogspot.com/2011/02/blog-post_04.html
日本大學生「畢業前」如果找不到工作，就很難翻身。
http://globalview-studyabroad.blogspot.com/2011/06/blog-post_710.html
留美無用論 桃太郎寧當草食男
http://globalview-studyabroad.blogspot.com/2010/04/blog-post.html
相較於語言能力，專業能力 (尤其是別人沒有的專業能力)才是真正能在公司保住位子或者是往上爬的勝負所在。
http://www.worklifeinjapan.net/2012/09/2_26.html
二、但要注意保護自己的權益、因為日本終歸是優先保護日本人，而不是保護外國人
日本需要的外國員工是：人才--為日本創造財富，為日本人提供飯碗；而非單純勞動力
http://globalview-studyabroad.blogspot.com/2011/08/blog-post_9500.html
日本《外國人技能實習.研修制度》備受指責
http://globalview-studyabroad.blogspot.com/2011/06/blog-post_5142.html
三、身為台灣人，你對日本企業有何特色？
台灣人才與他國人才比較之優勢
http://globalview-studyabroad.blogspot.com/2011/05/blog-post_1887.html
加藤嘉一：台灣吸收日本和中國大陸的「好」，排除「不好」，繼承中華精髓，也有西方制度優勢。
http://globalview-studyabroad.blogspot.com/2011/07/blog-post_4920.html
[經濟日報] 台日產業合作應超越既有模式
http://globalview-studyabroad.blogspot.com/2011/07/blog-post_8022.html
四、在日本工作的華人觀點部落格
Hi Job 日系人才網- 在日本之台灣人才求職須知技巧與日本職場文化
http://www.hijob.com.tw/cht/index.jsp
Little_P留下來，或我跟你走。高科技業國際業務員，台灣女生
http://www.wretch.cc/blog/weichenhung
OU PLAN 日語專業口譯的家庭主婦
http://shaverystudio.pixnet.net/blog
Sir Norton 開講、傾聽 - 日本免疫學界的台灣教授
http://blog.udn.com/SirNorton
五、善用日本人力仲介，增加你在日本就業市場的曝光度
https://www.thenewslens.com/article/42100
日本人力仲介整理
http://www.worklifeinjapan.net/list-of-recruiting-agent
日本商社的薪資結構 - 日本 職場 生活 趨勢
http://www.worklifeinjapan.net/2012/10/blog-post_29-2.html
【日本打工度假須知】要怎麼找工作？ - 作家生活誌
http://showwe.tw/books/choice.aspx?c=52
日本求職網站（找工作・打工）|日本打工度假&留學網
http://japanlifesupport.com/ch/tokushu/job.html
1. 了解日本企業的招才流程
2. 善用轉職網站&人才仲介公司
3. 調查各業界/企業採用外國人的狀況
4. 撰寫一份超棒的日式履歷
5. 企業面試的充分練習
出處：【駐站recruiter專欄】 日本求職攻略 How to find a job in Japan? - 日本 職場 生活 趨勢
http://www.worklifeinjapan.net/2015/06/recruit-navi-how-to-find-job-in-japan.html
一、要知道為何日本需要你：因為日本太忽略栽培國際人才，也因為日本人守舊向內看，所以急著找外國人
[日本] 現在日本企業界需要有創意而通曉國際語言 招募留學生的一些徵才展突然變得炙手可熱
http://globalview-studyabroad.blogspot.com/2011/10/blog-post_8349.html
留日學生 在日本就業機會大增
http://globalview-studyabroad.blogspot.com/2010/11/blog-post_4503.html
亞洲週刊：日本留學生激減驚現斷層危機 ．毛峰
http://globalview-studyabroad.blogspot.com/2011/02/blog-post_04.html
日本大學生「畢業前」如果找不到工作，就很難翻身。
http://globalview-studyabroad.blogspot.com/2011/06/blog-post_710.html
留美無用論 桃太郎寧當草食男
http://globalview-studyabroad.blogspot.com/2010/04/blog-post.html
相較於語言能力，專業能力 (尤其是別人沒有的專業能力)才是真正能在公司保住位子或者是往上爬的勝負所在。
http://www.worklifeinjapan.net/2012/09/2_26.html
二、但要注意保護自己的權益、因為日本終歸是優先保護日本人，而不是保護外國人
日本需要的外國員工是：人才--為日本創造財富，為日本人提供飯碗；而非單純勞動力
http://globalview-studyabroad.blogspot.com/2011/08/blog-post_9500.html
日本《外國人技能實習.研修制度》備受指責
http://globalview-studyabroad.blogspot.com/2011/06/blog-post_5142.html
三、身為台灣人，你對日本企業有何特色？
台灣人才與他國人才比較之優勢
http://globalview-studyabroad.blogspot.com/2011/05/blog-post_1887.html
加藤嘉一：台灣吸收日本和中國大陸的「好」，排除「不好」，繼承中華精髓，也有西方制度優勢。
http://globalview-studyabroad.blogspot.com/2011/07/blog-post_4920.html
[經濟日報] 台日產業合作應超越既有模式
http://globalview-studyabroad.blogspot.com/2011/07/blog-post_8022.html
四、在日本工作的華人觀點部落格
Hi Job 日系人才網- 在日本之台灣人才求職須知技巧與日本職場文化
http://www.hijob.com.tw/cht/index.jsp
Little_P留下來，或我跟你走。高科技業國際業務員，台灣女生
http://www.wretch.cc/blog/weichenhung
OU PLAN 日語專業口譯的家庭主婦
http://shaverystudio.pixnet.net/blog
Sir Norton 開講、傾聽 - 日本免疫學界的台灣教授
http://blog.udn.com/SirNorton
五、善用日本人力仲介，增加你在日本就業市場的曝光度
https://www.thenewslens.com/article/42100
日本人力仲介整理
http://www.worklifeinjapan.net/list-of-recruiting-agent
日本商社的薪資結構 - 日本 職場 生活 趨勢
http://www.worklifeinjapan.net/2012/10/blog-post_29-2.html
【日本打工度假須知】要怎麼找工作？ - 作家生活誌
http://showwe.tw/books/choice.aspx?c=52
日本求職網站（找工作・打工）|日本打工度假&留學網
http://japanlifesupport.com/ch/tokushu/job.html
訂閱：
文章 (Atom)